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Evaluates the applicability of self‐concept and product image congruity theory within the new motor vehicle market. By utilising competitive product offerings, and by employing the perceptions of actual owners, the paper provides a true market assessment of the applicability of the theory. Respondents were examined using self‐concept and product value constructs and their responses were used to test a number of hypotheses. Among others, the results of analysis of variance indicated that when different brands of motor vehicles were physically similar, owners perceived no difference between their own self‐concepts and the self‐concepts they attributed to owners of competing product brands. This finding differs from previous research conducted on other products and suggests a different orientation by owners of similar motor vehicles to that suggested by self‐concept theory.

Drawing on social exchange theory and the expectancy–value model, this study has two objectives. First, it sought to explore the mediating role of nurses’ self-concept and affective commitment between perceived organizational support (POS) and three different targets (organization, co-workers and patients) of organizational citizenship behavior (OCB). Second, it aimed to develop a better understanding of how nurses´ self-concept and affective commitment mediate the influence of POS on OCB directed toward different targets through sequential mediation.

A cross-sectional study was conducted with 229 nurses. This sample was representative of the nursing population based on several demographic characteristics. Data analysis was performed using partial least squares analysis.

The study revealed that nurses´ self-concept plays a mediating role between POS and OCB directed toward the organization, co-workers and patients, while affective commitment has a mediating effect between POS and OCB directed toward the organization and co-workers. Finally, the indirect influence of POS on OCB through nurses´ self-concept and affective commitment was significant only at the organizational level.

This study contributes to the extant literature by identifying the mediating role of nurses´ self-concept among social exchange constructs such as POS, affective commitment and OCB directed toward different targets.

The purpose of this paper was to assess how adolescents' favorite apparel brand was related to congruency between brand image and three components of self concept (actual, ideal, ideal social). Predictors of the brand‐self concept congruency relationships were also examined.

A questionnaire distributed to 300 high school students yielded usable data from 137 students. Participants' ages ranged from 14 to 18 years.

The highest level of congruency was found between adolescents' favorite apparel brand and their actual self concept followed by ideal social and ideal self concept. Adolescents who indicated that their apparel purchases were highly influenced by their peers or family members linked their favorite brand with their ideal social or ideal self concept. Materialistic adolescents also linked their favorite apparel brand to their ideal self concept.

Focusing on congruency between brand and self concept is an important strategy in marketing targeting adolescents. Family and peer group influences played an important role in congruency adolescents identified between self and apparel brands.

This research demonstrated application of self‐brand congruency theory to adolescents and to apparel products. Adolescent consumers, like adults, identify a preference for apparel brands that they can link to some aspect of self.

The purpose of this study is to investigate the relationship between social loafing behaviour, self-concept and perceived organisational politics (POP). The impact of POP and self-concept upon social loafing behaviour has been the fundamental focus of the paper.

Data were collected from four companies (n = 262) that combined the responses of subordinates and supervisors. The consequent impact of self-concept factors and POP on social loafing behaviour was analysed through correlations; multiple regressions and mediation were tested using Barren–Kenny and Hayes Bootstrap methods.

A positively significant connection among self-concept, social loafing and POP has been found in this study. The findings show that POP significantly mediates the relationship between social loafing and self-concept.

This study provides evidence of the positive relationship among POP, social loafing behaviour and self-concept. Such knowledge derived may facilitate the scientific task allocation process, feedback system, team orientation, individual differences and job choice aspects, and thus help in the essential understanding of withdrawal work behaviour and perceived organisational support variables.

Productivity and employee satisfaction are major concerns for all organisations. This research paper provides insight to the organisations and supervisors about individual loafing attitude, self-concept and organisational politics and suggests to overcome their impact and improvement in productivity and employee satisfaction.

This is a pioneer paper in the sense that previously there has been no attempt to determine the relationship between POP and social loafing behaviour. Past research has mostly been conducted in the laboratory settings or classroom contexts. The longitudinal data used in this study remove prior research drawbacks and enlighten the unexplored relationships.

The purpose of this article is to understand the role of individual and relational self‐concepts on various team processes and outcomes in a team context.

Participants (n=470) worked in dyads on a computer‐based truck dispatching task, deciding as a team which task activities to perform and in what order. The authors assessed differential relationships between individual and relational self‐concepts and various team processes (e.g. trust) and outcomes (satisfaction).

Subjective task complexity was influenced primarily by individual self‐concept, specifically their core self‐evaluations. Trust in others was influenced primarily by individuals' relational self‐concepts, specifically their teamwork predisposition. Intrinsic motivation and satisfaction were influenced by both individual and relational self‐concepts.

Future research should examine these effects in teams larger than dyads, with other types of tasks, over longer time periods, and with non‐college student samples.

Depending on the task type, a practitioner might cue different self‐concepts to increase individuals' focus on team performance, individual performance, or both. For example, if the team task is highly interdependent and reciprocal in nature, then the team can be trained together or provided information to cue relational self‐concept.

This paper focuses on the construct of individual and relational self‐concepts and their effects on individual functioning in a team context. The results support and extend prior research by demonstrating that outcomes in a team context can be identified and examined in relation to individual conceptions of the self, relational conceptions of the self, or by both.

The purpose of this study is to investigate the moral licensing effect of other in-group members' organizational citizenship behavior (OCB) on focal employees' organizational deviance through moral self-concept. This paper also examines the moderating role of in-group identification in the mediated relationship.

The multilevel path analysis and bootstrapping technique are employed to analyze the findings of a sample of 340 employees in 56 workgroups in Vietnam.

The results demonstrate that moral self-concept mediates the positive relationship between other in-group members' OCB and focal employees' organizational deviance. Furthermore, the findings indicate that in-group identification strengthens the indirect effect of other in-group members' OCB on focal employees' organizational deviance via moral self-concept.

The findings suggest that managers should be aware of the potential negative consequences of OCB and the drawbacks of in-group identification in group contexts. In addition, practitioners should proactively prevent other in-group members' OCB from resulting in employees' organizational deviance.

This is the first study to examine the moral licensing effect of OCB on organizational deviance through the moral self-concept mechanism and the moderating role of in-group identification in this mediated relationship.

The study's purpose is to present and empirically test a model that identifies academic self-concept as a mediator of the relationship between gender, sexual orientation and self-perceptions of leadership ability.

Surveys were administered to 964 first-year undergraduate students.

Academic self-concept mediated the relationship between gender and leadership for all subjects and for self-reported heterosexual subjects but not for self-reported nonheterosexual subjects.

Gender differences in leadership perceptions still exist and appear as early as the college years. The fact that academic self-concept did not mediate the relationship between gender and self-perceptions of leadership for nonheterosexual students might be explained by considering research that has identified different levels of gender conformity between straight and gay individuals.

Student self-perceptions of leadership could be improved if opportunities were provided for students showing that people other than White, male, heterosexuals can also be effective leaders. When women and underrepresented groups attain leadership positions in the workplace, it attracts others because it sends a message that this organization welcomes women and underrepresented groups in positions of leadership.

This study addresses a gap in the field by using the social identity theory of leadership to integrate conflicting research streams in the existing literature and by proposing that academic self-concept underlies the relationship between gender, sexual orientation and self-perceptions of leadership. The study responds to Bark et al.'s (2016) call for future research to consider how highly prototypical individuals have a key advantage in people's perceptions of their leadership.

Individual characteristics have been weaker correlates of organizational citizenship behaviors (OCBs) than have attitudinal and contextual variables; however, few individual characteristics have been examined. This paper seeks to broaden the search for possible antecedents to include individuals' prosocial self‐concept.

A survey (n=226) was conducted to examine the relationship between university students' prosocial self‐concept and their intentions to engage in campus‐related service and citizenship activities. Prosocial self‐concept was assessed with Crandall's 24‐item Social Interest Scale.

Prosocial self‐concept correlated modestly, but significantly, with OCB intentions toward fellow students (r=0.16, p<0.05), and OCB intentions toward society (r=0.18, p<0.05), but not with OCB intentions toward the university (r=0.12). Identification with the university correlated significantly with OCB intentions toward the university (r=0.29, p<0.001), but not with OCB intentions toward fellow students (r=0.13) or society (r=0.11). No significant interaction effects on OCBs were found between prosocial self‐concept and organizational identification.

Observed correlations among prosocial self‐concept, university identification and the OCBs are very likely underestimated due to probable restrictions in the variance of the OCBs.

The findings suggest that prosocial self‐concept may be a unique correlate of OCB, contributing variance not accounted for by other variables.

Few empirical studies have examined the relationship between self‐concept and OCB.

The goal of the leadership development process is to enable the individual to learn how to become a self-leader and for any organization to develop leaders. Self-leadership represents an individual's ability to exercise control (self-efficacy) over his or her choice of situations in which to participate in and to provide intrinsic rewards that are usually associated with achieving goals. The paper aims to discuss these issues.

This study presents and describes a conceptual model that will help us to understand the critical dimensions (e.g. self-esteem) associated with self-leadership and the interrelatedness of these dimensions.

The conceptual model that the author describes in this paper provides a comprehensive overview of self-leadership that extends Neck and Manz's (2010) conceptual model. It does so by identifying all the critical super ordinate mediators referred to by Deci et al. (1981) as internal states (referred to in this study as “dimensions”). These “dimensions” are then organized into his or her own singular system which leads to specific types of behavior. Through elucidating the important mediators and learning about and understanding how behavior, an individual's internal processes and external forces influence each other (in what Manz, 1986; Bandura, 1978 refer to as reciprocal determinism), we can begin to understand how to design more effective leadership development programs. Additionally, by studying these mediators any organization can develop clearly defined profiles of potential leaders; in turn, this will help an organization screen candidates more effectively to fill leadership jobs.

This concept piece offers a comprehensive model of the self-leadership process that includes all the important issues and the relationship among the important issues.

The purpose of this paper is to investigate the moderating role of product involvement in predicting the effects of self‐concept and consumption situation on consumers' situational decision making.

An experiment was conducted based on a two (self‐concept) × two (consumption situation) between group design. Participants' product involvement was treated as a covariate in repeated measures test to analyze the relationships between product involvement, self‐concept and consumption situation.

Results suggested that, for consumers who were highly involved with the product, self‐concept and consumption situation were both determinant factors in a situational brand choice. For consumers who were not highly involved with the product, however, their situational brand choice was based solely on the situational factor, not their self‐concept.

Participants' pre‐existing attitude towards the brands might have influenced their answers. Only a single product category was used. The findings of this study can help us understand the underlying mechanism for the impact of self‐congruity and situational congruity. From a marketer's perspective, it seems logical to assume that both self‐concept and consumption situation are influential factors for those who find the product personally relevant, while only consumption situation is influential for those who are not.

The paper examines the interaction effect between self‐concept and consumption situation. It introduces a new variable, product involvement, to self‐concept research to extend our understanding of when self/situation congruity effects occur.